October 14, 2014 Ops Manager Meeting

Housekeeping Successes / Challenges of Global Projects Shop Comments- Reminders for shop postings 3 Keys to Bringing Out the Best in People Agenda Items

Housekeeping: Daniele on Holiday- Oct New China Ops Manager Individual Productivity Tracking

Successes / Challenges of Global Projects

Shop Comments- Reminders for shop postings

3 Keys to Bringing Out the Best in People

Take a combination approach to become a “BEST Boss” “Their best boss cared about them, gave them opportunities, created a great working environment, made work fun, and was flexible and supportive.” “People will share that their work was important, their boss expected a lot from them, and that their best boss saw qualities in them that they didn’t necessarily see in themselves.”

Three strategies for leaders 1.Set challenging goals. Expect the best from people by setting goals that stretch their abilities. Look beyond what people can currently do and set a stake in the ground at the next level of achievement. Hard goals encourage growth, demonstrate trust, and develop competence. Be sure to set these goals as a partnership—it conveys respect and garners buy-in. 2.Meet regularly. Conduct brief, focused meetings on a weekly basis to discuss progress against goals, identify roadblocks, and brainstorm solutions. Demonstrate your commitment to an employee’s success by sharing one of your most precious resources—your time and attention. 3.Provide feedback. Celebrate and recognize achievements. Provide redirection when necessary. Feedback shows that you are paying attention as a leader, consider the work important, and are invested in the employee’s development.

Set Challenging Goals Work collaboratively with your people to set goals. Keep goals focused and challenging. Write them down so you can review them on a regular basis. Use SMART goals and keep the goal list short.

Meet Regularly One –on Ones 15 Minutes at least twice a month to discuss How’s it going? How is your progress towards achieving your goals? Successful one on ones: Ask yourself: 1. Why am I talking? (WAIT) 2. Remember, this is the direct report’s meeting. 3. Create a safe environment. 4. Identify development level. 5. Sometimes, just listening is enough

Provide Feedback Feedback Guidelines: 1.Give feedback on behaviors that can be changed. (Not on traits or personality) 2.Be specific and descriptive- don’t generalize. 3.Give feedback immediately, if possible. 4.Control the context. 5.Make the feedback relevant and about moving forward. Steps in Giving Praise: 1.Describe what the person did; be specific. 2.Explain why the behavior is important; tie it to the person’s goal; share the impact the behavior had on others. 3.Tell the person who you feel (positively) about what he or she did.

Provide Feedback Steps in Expressing Disapproval: 1.Collect the facts. Do your research. Ask if there are circumstances that you might not know about. 2.Tell the person what he or she did specifically. 3.Explain the impact of the person’s behavior on you and others. 4.Tell the person how you feel about what he or she did. 5.Pause. (Let the feedback sink in) 6.Affirm the person’s past performance and express confidence in the person’s ability to change.

Provide Feedback Cautions: Do NOT: Threaten well-being Express disapproval in public Store up negative feedback Tips…DO: Send the person off focused on what he/she did wrong, not on how you handled the situation. Disapprove of the behavior; affirm the person.

Comments? Reminder: Daniele on Holiday- Oct 15-20